UNIT 5003V1 - MANAGING TEAM AND INDIVIDUAL PERFORMANCE Assessment

Defined as “a process by which managers and employees work together to plan, monitor, and review an employee’s work objectives and overall contribution to the organization,” performance management represents an integral aspect of human capital management that has evolved dramatically over the last few decades (HR Resource Center). From the 1970s where annual evaluation was the standard, to results-based evaluations measured by outcome-oriented goals, present day performance management focuses on continuous communication, coaching, and feedback between a supervisor and an employee to accomplish both the strategic objectives of the organization and the career goals of the employee (UC Berkeley Human Resources, 2016). However, an efficacious performance management system requires more than an update of an organization’s performance management process and strategies.

In this assignment I will be explaining how employee performance within my chosen business, Tesco, is measured and how the results can help with the development of the staff, as well as assessing how the importance of measuring and managing employee performance.

An effective performance appraisal system strives for as much precision in defining and measuring performance dimensions as is feasible. Some of the major problems with the Darby appraisal system are:

* Provide operational information to ensure that everyone can do their job as well as possible and to assist in the general running of the organisation

* Employee evaluations and skills assessments to ensure our staff are producing the maximum output of work to the highest standards

* have employees who value individuals and their diversity, respect others and openly share information, knowledge and views to help colleagues succeed.

This paper was prepared for Essentials of Management, Module 2 Homework Assignment taught by Dr. Justin Barclay.

There are so many focuses or themes that I might construct on my individual paper on ‘Developing high performance working’. One of them is functions of performance management; this will include strategic, administrative and the developmental. According to (Baron and Armstrong, 1998 cited in Bloisi, 2007:254), they “emphasise and integrated nature of performance management”. The second one is the administrative function; several organisations nowadays use performance management to evaluate employees about their salaries, retentions, redundancies and individual performance. Lastly, the developmental function should enable managers to identify where employees are not performing well and how they can improve it. Additionally, I will be explaining the performance appraisal and how does it process. According to (Bloisi, 2007:259), performance appraisal is the “process of measuring and evaluating employees’ performance. It can be a useful tool for employee development”. Dealing with poor performance is another topic that I will include in my individual paper; managers have to identify employees with poor performance, so they can take an action on them. Lastly, I will include performance management and how managers can administrate performance within the

Throughout every organization, there is a system set up for effective performance management. It is known that there is a continuous process associated with performance management. In order have success in the process; managers must have extensive knowledge of the mission and goals of the organization. Once the mission and goal is set in place, there should be a cascading effect that trickles down to each employee within the organization. This paper summarizes an article titled “Performance Management Done Right: It’s Not the Form, It’s the Process” (Murray, n.d.) The published article breaks down what performance management actually entails and introduces a variety of ways to implement the tool that helps build

The process of performance improvement and the role of performance management has become an increasingly important topic in recent years as organizations work to become more effective in their execution of business strategy in a competitive and highly globalized economy (MacMillan, 1). The online business dictionary defines performance assessments (PA) as, “The process by which a manager or consultant examines and evaluates an employee’s work behavior by comparing it to preset standards…and uses the results to provide feedback to the employee to show where improvements are needed and why.”

There are a number of problems associated with Landon and Sam’s approach to performance management and evaluation. Their approach to performance management does not align with the organisational configuration. Furthermore, the poor implementation of the 360° process has implications at the organisational and individual levels. There are a number of ways Sam can channel Alex’s talent and ensure success for the product group, and for Alex as an individual. There are a number of steps that company executives and Landon can take to improve the 360° process next year and to help Landon develop leadership talent long-term.

In module five we explored performance management and feedback as well as people development. Mello (2015) teaches us that an organization’s long term success in meeting its strategic objectives rests with the ability to manage employee performance and ensure that performance measures are consistent with the organization’s needs (p. 438). This can be done through various performance development strategies. I have personally experienced this from various compensation strategies, performance appraisal methods as well as training and development programs.

There are a number of ways that performance appraisal systems can improve value to the organization. The appraisal system's role within the organization is to help orient workers towards specific performance objectives and then reward them when they meet those objectives. An effective performance appraisal system will therefore improve the performance of the organization, generate higher profits and increase the overall value of the organization.

Meanwhile, performance appraisal serves as an important practice and approach among business organizations in order to facilitate control on the development of the company as well as to monitor the activities, plans and strategies from which the company will benefit. Performance appraisal is a process of assessing whether organizational objectives are met. It would evaluate how the employee’s performance has fared to satisfy the organization (2003). Such evaluation seeks to monitor and improve effectiveness by giving the employee feedback on his/her performance. This process should be carried out at regular intervals and should follow specific protocols to maintain objectivity in the evaluation process.

For attaining high performance goal for organization, performance appraisal is an important tool of human resource management (MGS experts,2014). Performance appraisal provide support for selection and recruitment, development and training of current staff, and maintaining and motivating a quality human resource through proper and correct rewarding of their performance (Kumar, & Sumangali,2011). Generally, Performance appraisal includes performance management system that align and manage all the resources, systems in order to obtain the highest possible performance (Harris, 1998). (Kuvaas, 1994; Bård, 2002) argued that performance management engage in determining the plan of performance